0.1 INTRODUCTION
M any(prenominal) employers -------- ar getting sued because they said something, refused to say something or simply forgot to commendation an event or detail about former employee. pitiful references, good references limited information, no information--- it doesnt matter. (www.wasteage.com)
2.0 STATUTORY PROVISIONS
This story examines the legal provisions and principles which must be considered when drawing up a policy on references, and discusses the reasons why these have go increasingly important to HRM in an organisation. Research shows that there a number of legal provisions and principles that have been utilized in Employment law. Provisions and principles such as Data shield incite 1998 and Duty of cargon (Negligence)
Research shows that The Unfair discharge Terms subprogram 1997 and the Financial Services and markets profess 2000 does impart a role in references.
Case law has this instant made clear the Discriminatory acts committed by any employer after termination of an employees contract of employment are within the remit of the discrimination legislation. Therefore the following anti-.
discrimination provisions are all relevant to the provisions of references. See plank 1.Statuory provisions
TABLE 1 statutory provisions
Disability Discrimination Act 1995
Disability Discrimination Act 1995(Amendment) Regulations 2003
Sex Discrimination Act 1975
Sex Discrimination Act 1975(amendment) Regulations 2003
The Race Relations Act 1976
The Race Relations Act 1976 (Amendment ) Regulations 2003
Employment equating (religion or Belief ) Regulations 2003
Employment Equality (sexual Orientation) Regulation 2003
Employment Equality (Age) Regulation (2006)
3.0 Situation analysis
Selwyn (2002, 2008) posits that in the absence of any let loose contractual obligation. The general...If you want to get a full essay, shape it on our website: Orderessay
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